2013 Employee Benefits. An Overview of Employee Benefits Offerings in the U.S. A Research Repor t by the Society for Human Resource Management (SHRM)

Transcription

1 A Research Repor t by the Society for Human Resource Management (SHRM) 2013 Employee Benefits An Overview of Employee Benefits Offerings in the U.S. Sponsored by

2 Media Contacts Kate Kennedy Julie Malveaux USA SHRM 1800 Duke Street Alexandria, VA Phone: Fax: shrm@shrm.org China SHRM China 11th Floor, Building A Gateway Plaza No.18 Xiaguangli, North Road East Third Ring Chaoyang District Beijing, China Tel: Fax: SHRMChina@shrm.org India SHRM India 702, 7th Floor Raheja Towers Plot C- 62, G Block Bandra Kurla Complex, Bandra (E) Mumbai Maharashtra Tel: Fax: SHRM Online: SHRM Research: SHRM Survey Findings: SHRM Research on To order printed copies of this report, visit or call

3 2013 Employee Benefits A Research Report by the Society for Human Resource Management (SHRM) Table of Contents About This Research Report... 1 About SHRM... 1 A Message From Colonial Life...2 Executive Summary...3 Survey Results... 7 Health Care and Welfare Benefits...8 Preventive Health and Wellness Benefits Retirement Savings and Planning Benefits...19 Financial and Compensation Benefits Leave Benefits Family-Friendly Benefits Flexible Working Benefits Employee Programs and Services Professional and Career Development Benefits Housing and Relocation Benefits...47 Business Travel Benefits Other Benefits...53 Employee Benefits in Today s Business Environment...55 About the Research Survey Demographics...58 Survey Methodology...59 Appendix Prevalence of Benefits (in Alphabetical Order) Benefits Index Endnotes Additional SHRM Resources...82

4 About This Research Report The following report provides an analysis of the 2013 SHRM Employee Benefits Survey results. In February 2013, the Society for Human Resource Management (SHRM) conducted its annual survey to gather information on the types of benefits employers offer to their employees. The survey instrument listed 299 benefits and asked human resource (HR) professionals to indicate whether they offered these benefits. If the HR professional reported that his or her organization did not offer the benefit, the respondent was asked if there were plans to offer the benefit in the next year. The report is composed of 12 benefits sections: health care and welfare benefits, preventive health and wellness benefits, retirement savings and planning benefits, financial and compensation benefits, leave benefits, family-friendly benefits, flexible working benefits, employee programs and services, professional and career development benefits, housing and relocation benefits, business travel benefits, and other benefits. Each section has two tables in the body of the report. Table 1 displays the overall percentage of organizations that offer each benefit and the percentage of organizations that do not offer the benefit now but have plans to do so within the next 12 months. Table 2 illustrates the percentage of organizations offering benefits on an annual basis over a period of five years. A number of benefits have been added, changed or dropped from 2012 to Forces driving the changes included SHRM s own research of benefits trends, a need for clarification of some represented benefits, member input, and external research and resources. New or edited items are footnoted throughout the report. About SHRM The Society for Human Resource Management (SHRM) is the world s largest association devoted to human resource management. Representing more than 260,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit SHRM at Employee Benefits

5 Colonial Life Brings Benefit Solutions Colonial Life makes benefits count, for you and your employees. We understand you need a benefits program designed for you, and we realize the challenges you face: Rising health care costs Tightening HR resources Complex benefits and administration Increasing competition to retain quality employees Let s face it. Being an employer today is not easy! We Don t Just Have Products We Have Solutions Nearly 75 years ago, Colonial Life began providing personal insurance products to provide financial protection to working Americans and their families. We pioneered marketing voluntary benefits at the worksite in 1955, and we ve grown to become an industry leader, serving nearly 80,000 businesses just like yours. But we offer much more than voluntary products. We provide benefit solutions and services tailored to your business needs, including benefits communication, enrollment solutions and voluntary insurance products all at no direct cost to you. Our suite of proven benefit services can help employers with today s greatest benefit challenges: Cost management strategies to help you manage the increasing costs of health insurance and your overall benefits program. Timesaving HR and administrative services to help simplify your enrollment process, as well as the day-today management of your voluntary benefits. A benefits communication and engagement system to help improve your employees understanding and appreciation of the benefits you provide to strengthen employee morale and retention. Products to provide your employees financial protection, so they can enjoy a well-rounded benefits program, tailored to their needs, without the costly price tag for you. Let Us Help You Make Benefits Count Call us at to learn how we can make benefits count for you and your employees, or visit us at coloniallife.com. Let us put our powerful benefit solutions to work for you! ADVERTISEMENT

6 Executive Summary

7 Employee Benefits Strategies Shift as Organizations Balance Priorities Many internal and external issues have affected organizations and their employee benefits programs in recent years. Legislative changes, escalating costs, slashed HR budgets and an uneven economy are some of the factors organizations are dealing with today. This research has revealed organizations are continuing to make gradual changes and shifts to their benefits plans in the wake of these factors. Below are some noteworthy findings from this research: Preventive health and wellness: Over the last five years, there has been an increase in the number of organizations providing wellness-related initiatives that offer incentives to employees. Retirement savings and planning benefits: Employer-sponsored retirement plans continue to shift toward defined contribution retirement savings plans and Roth 401(k) savings plans. There was also an increase in the number of organizations offering one-on-one investment advice and specific retirementpreparation advice. Financial and compensation benefits: Employee referral bonuses have gained in popularity over the last year. Leave benefits: Paid time off plans, which combine traditional vacation time, sick leave and personal days into one comprehensive plan, continue to gain in popularity. At the same time, the following benefits have become less prevalent: floating holidays, paid personal days, paid vacation leave donation programs and paid sick leave donation programs. Family-friendly benefits: On-site lactation/mother s room and domestic partner benefits for same-sex partners (not including health care) continue to gain in popularity. Flexible working benefits: Flextime has remained stable in recent years. Health care and welfare: The percentage of organizations offering contraceptive coverage has increased considerably over the last year. Employee programs and services: With the exception of organizationsponsored sports teams, these benefits have remained relatively steady in recent years Employee Benefits 4

8 Professional and career development benefits: After gradual declines over the last five years, the majority of these benefits appear to be trending upward again. Housing and relocation benefits: Temporary relocation benefits continue to decline in popularity. Business travel benefits: Business travel benefits have remained stable in recent years. Key Topics to Consider Create a Strategy to Comply With the Patient Protection and Affordable Care Act HR professionals need to play an important role in designing their organization s strategy for complying with the numerous requirements of the Patient Protection and Affordable Care Act (PPACA). This new law is extremely complex, and some of its parts have already been executed, while others will be implemented over the next several years. HR professionals will be relied upon to lead their organizations through this complex legislation. 1 Promote Workplace Flexibility Initiatives A recent report by the Families and Work Institute and SHRM revealed that workplace flexibility provides employees with a positive impact on their work/ life experiences. These low-cost initiatives can lead to increased employee job satisfaction, lower turnover and lower insurance costs. 2 SHRM believes that the United States must have a workplace flexibility policy that meets the needs of both employers and employees. As opposed to a one-size-fits-all mandate on all employers, we support a new approach that reflects diverse employee needs and preferences, as well as differences among work environments, representation, industries and organizational size. This workplace flexibility policy should support employees in balancing their work, family and personal obligations and, at the same time, provide certainty, predictability and stability to employers. 3 Improve Employee Benefits Communication According to SHRM s job satisfaction and engagement research, employees consistently ranked benefits among the top contributors to their job satisfaction. 4 However, a disconnect exists between the dollar amount organizations spend on benefits and the employees perceptions of the value of their benefits package. It is important that HR professionals help employees fully understand all of their options and the true value of their benefits package. Total compensation statements, benefits workshops, employee meetings and social networking tools are examples of communication methods that organizations can use to help ensure their benefits program is valued, understood and used by employees. Obtain Feedback An organization s benefits program should be reviewed and assessed not only to monitor associated costs and value but also to evaluate the competitiveness of the program. A well-designed employee program is based on employee needs and supports an organization s ability to attract and retain employees. The majority of HR professionals in this study reported that their organizations reviewed their benefits programs at least once a year. Benchmarking tools, benefits needs assessments and employee surveys are great tools HR professionals can use to help their organizations customize their benefits programs to meet their needs and to remain competitive Employee Benefits

9

10 Survey Results

11 Health Care and Welfare Benefits Table A-1 Health Care and Welfare Benefits Offer the Benefit Plan to Begin Offering the Benefit Within the Next 12 Months Prescription drug program coverage 98% * Dental insurance 96% 1% Mail-order prescription program 90% * Mental health coverage 89% 1% Preferred provider organization (PPO) 86% * Accidental death and dismemberment insurance (AD&D) A 83% * Vision insurance 82% 2% Contraceptive coverage 82% * Chiropractic coverage 80% * Employee assistance program (EAP) 77% 2% Long-term disability insurance B 77% 1% Medical flexible spending accounts C 72% 2% Short-term disability insurance D 68% 1% Supplemental accident insurance 50% 1% Health savings accounts (HSAs) 42% 5% Health care premium flexible spending account E 38% 1% Acupressure/acupuncture medical coverage 36% 1% Infertility treatment coverage other than in vitro fertilization 34% 1% Bariatric coverage for weight loss 34% * Health maintenance organization (HMO) 33% * Consumer-directed health care plan (CDHP) 31% 4% Long-term care insurance 31% 1% In vitro fertilization coverage 30% 1% Critical illness insurance F 29% * Laser-based vision correction coverage 27% 1% Employer contributions to HSAs 26% 4% Continued on next page 2013 Employee Benefits 8

12 Table A-1 Health Care and Welfare Benefits (continued) Offer the Benefit Plan to Begin Offering the Benefit Within the Next 12 Months Retiree health care coverage 23% 1% Hospital indemnity insurance 22% 1% Wholesale generic drug program for injectable drugs 20% 1% Intensive care insurance G 20% * Health reimbursement arrangements (HRAs) 19% 1% Point of service (POS) plan 19% 1% Alternative/complementary medical coverage 17% 1% Pharmacy management program H 16% * Elective procedures coverage I 15% * Gender reassignment surgery coverage 8% * Exclusive provider organization (EPO) 7% 1% Indemnity plan (fee-for-service) 7% 1% Experimental/elective drug coverage 6% * Mini-med health plan 5% 0% (n = ) * Less than 1% but greater than 0%. A Does not pertain to employee-paid supplemental insurance. B Does not pertain to employee-paid supplemental insurance. C IRC Section 125. D Does not pertain to employee-paid supplemental insurance. E IRC Section 125 Cafeteria Plan allowing for premium conversion. F Provides funds to help cover extra expenses upon diagnosis of a critical illness or condition. G Provides funds to help cover the extra expenses for accidents or illness that results in an admission to a hospital intensive care unit. H Independent of medical plan management. I Any non emergency surgical procedure other than laser-based vision correction coverage. Source: 2013 Employee Benefits: A Research Report by SHRM Table A-1 lists a series of health care and welfare benefits. HR professionals reported if their organizations offered each benefit. If the benefit was not offered, the respondents indicated whether their organizations planned to do so within the next 12 months. To get a complete picture of benefits and coverage, respondents indicated whether any aspect of any organization-held plan included these particular benefits. Prescription Drug Coverage The most commonly offered health care and welfare benefit was prescription drug program coverage: 98% of organizations offered this benefit to their employees. Ninety percent offered a mail-order prescription program, through which employees can save money on medication by filling prescriptions through licensed pharmacies and having them conveniently delivered through the mail at a discounted rate. Other benefits related to prescription drug coverage included wholesale generic drug programs for injectable drugs (20%) and pharmacy management programs (16%) Employee Benefits

13 Health Insurance Programs The most frequently offered type of health insurance was a preferred provider organization (PPO) plan, offered by 86% of respondents organizations. These plans offer a network of health care providers that patients must use or otherwise pay more for services from providers outside of the network. One-third (33%) of organizations offered health maintenance organization (HMO) plans, which require participants to choose a primary care physician from their network to coordinate all of the patient s care. A point of service (POS) plan, offered by 19% of organizations, is a unique managed care health insurance system that combines attributes from both HMOs and PPOs. Exclusive provider organizations (EPOs) are self-funded medical plans that combine aspects of a PPO and an HMO. EPOs provide a certain level of benefits if care is provided by a specific network of service providers; otherwise, no payment will be made. Overall, 7% of organizations offered this plan. Indemnity, or fee-for-service, plans are thought of as more traditional health care plans, which charge employees for each individual service and allow employees complete choice in which providers they see. Only 7% of organizations reported offering this type of plan. Mini-med health plans are limited-benefit indemnity medical plans. They can vary widely, but are typically distinguished by low premiums and low payment caps. These plans usually appeal to organizations with high staff turnover or many hourly and part-time workers. Only 5% of organizations reported offering mini-med health plans. Nineteen percent of organizations offered health reimbursement arrangements (HRAs). These health care spending accounts are set up by the employer for the employee, and the employer makes contributions to these accounts, which employees can use for health care services. HRAs are similar to flexible spending accounts, except that the funds roll over from year to year, allowing the employee to accumulate funds over time. Consumer-directed health care plans (CDHPs) generally include three major components: an HRA or HSA, an underlying medical plan and access to educational tools and information to help members navigate the plan. Almost one-third (31%) of organizations reported offering a CDHP. The vast majority of organizations (96%) offered dental insurance to employees, and more than three-quarters (82%) offered vision insurance. These programs may be offered either as part of or in addition to other health insurance plans. Other forms of insurance offered by respondents organizations included mental health coverage (89%), accidental death and dismemberment insurance (83%), chiropractic coverage (80%), supplemental accident insurance (50%), long-term care insurance (31%), critical illness insurance (29%), hospital indemnity insurance (22%) and intensive care insurance (20%). Health Care for Employees and Their Dependents Some health care and welfare benefits are intended to help employees manage the costs associated with caring for their dependents. As family structures in our society continue to change, organizations are expanding the relationships that are qualified for certain benefits. Figure 1 illustrates the percentage of organizations that fully pay the costs of health care and those that share the costs of health care for employees and their dependents Employee Benefits 10

14 Figure 1 Health Care Coverage for Employees and Their Dependents Full-time employees 13% 81% Part-time employees 5% 31% Spouses 5% 74% Same-sex domestic partners 2% 35% Opposite-sex domestic partners 2% 26% Dependent children 6% 74% Dependent grandchildren 1% 21% Nondependent children 1% 13% Foster children 3% 3% Costs fully paid by organization Costs shared by organization and employee (n = 518) Source: 2013 Employee Benefits: A Research Report by SHRM Women s Health Some organizations offer health care and wellness benefits that focus on childbearing and fertility. The most commonly offered benefit was contraceptive coverage (82%). In addition, 34% of organizations provided infertility treatment coverage other than in vitro fertilization (IVF), and 30% specifically offered IVF coverage Employee Benefits

15 Health Savings Accounts Health savings accounts (HSAs) were created by the Medicare bill in 2003 and are designed to help individuals save on a tax-free basis for future qualified medical and retiree health care costs. Forty-two percent of organizations provided these accounts. Contributions to HSAs can be made by the employer, the employee or both. Twenty-six percent of organizations made contributions to these accounts. Flexible Spending Accounts Medical flexible spending accounts allow employees to deduct pretax dollars from their paychecks to pay for health care services, such as co-payments, insurance deductibles and vision and dental expenses. These accounts offer organizations a way to help employees manage their health care costs. The maximum amount each eligible employee may contribute to these accounts is determined by the employer. Seventy percent of organizations offered medical flexible spending accounts (IRC Section 125, for all expenses), and 38% reported offering health care premium flexible spending accounts (IRC Section 125 Cafeteria Plan allowing for premium conversion). Disability Long-term disability (offered by 77% of organizations) and short-term disability (offered by 68% of organizations) provide income replacement for employees whose illness or injury causes a longer absence from work. Short-term disability usually starts after a one- to two-week absence, and long-term disability usually goes into effect after six weeks to 12 weeks. While paid sick leave usually covers an employee s entire salary, short-term and long-term disability may cover only a portion of the employee s salary. Mental and Emotional Health Some organizations offer health and welfare benefits that are directed toward employees mental and emotional well-being. An employee assistance program (EAP) is a confidential counseling program designed to assist employees with any problems that may distract them from their work. Over three-quarters (77%) of organizations offered an EAP. Other Health Care and Welfare Benefits Some employers include nontraditional healing methods among their health and welfare benefits. More than one-third (36%) of organizations offered acupressure/acupuncture medical coverage, 17% offered other alternative/complementary medical coverage, and 6% covered experimental or elective drug treatments. Almost one-quarter of organizations (23%) offered health care coverage to retirees. Other health care and welfare benefits included bariatric coverage for procedures such as stomach stapling or gastric bypass surgery (34%), laser-based vision correction coverage (27%), elective procedures coverage (any nonemergency surgical procedure other than laser-based vision correction) (15%) and gender reassignment surgery coverage (8%). Health Care and Welfare Benefits Over Time Table A-2 shows the percentage of organizations offering specific health care and welfare benefits from 2009 through Contraceptive coverage was the only benefit offered by more organizations in 2013 than in The following 2013 Employee Benefits 12

16 benefits were offered by more organizations in 2013 than in 2009: mental health coverage, contraceptive coverage, supplemental accident insurance, health savings accounts, acupressure/acupuncture medical coverage, laser-based vision correction coverage, employer contributions to health savings accounts, and elective procedures coverage. The health care and welfare benefit offered by fewer organizations in 2013 compared with 2009 was long-term care insurance. Table A-2 Health Care and Welfare Benefits (by Year) Prescription drug program coverage 96% 96% 96% 97% 98% Dental insurance 96% 94% 94% 96% 96% Mail-order prescription program 91% 91% 91% 91% 90% Mental health coverage 80% 82% 82% 85% 89% Preferred provider organization (PPO) 81% 85% 84% 83% 86% Accidental death and dismemberment insurance (AD&D) 78% 82% 80% 83% 83% Vision insurance 76% 77% 76% 79% 82% Contraceptive coverage 66% 68% 69% 73% 82% Chiropractic insurance 80% 85% 83% 82% 80% Employee assistance program (EAP) 75% 75% 75% 78% 77% Long-term disability insurance 77% 76% 76% 80% 77% Medical flexible spending accounts 71% 72% 73% 70% 72% Short-term disability insurance 70% 71% 66% 68% 68% Supplemental accident insurance 40% 44% 45% 48% 50% Health savings accounts (HSAs) 32% 33% 35% 43% 42% Health care premium flexible spending account 43% 43% 45% 44% 38% Acupressure/acupuncture medical coverage 28% 31% 32% 36% 36% Bariatric coverage for weight loss 29% 31% 36% 38% 34% Infertility treatment coverage other than in vitro fertilization 30% 30% 31% 33% 34% Health maintenance organization (HMO) 35% 33% 33% 32% 33% Consumer-directed health care plan (CDHP) 31% Long-term care insurance 39% 31% 29% 28% 31% In vitro fertilization coverage 23% 25% 25% 27% 30% Critical illness insurance 21% 22% 24% 29% Laser-based vision correction coverage 19% 19% 22% 24% 27% Employer contributions to HSAs 15% 15% 20% 25% 26% Retiree health care coverage 26% 25% 25% 24% 23% Hospital indemnity insurance 23% 19% 21% 22% 22% Wholesale generic drug program for injectable drugs 17% 18% 16% 17% 20% Intensive care insurance 19% 21% 23% 20% Health reimbursement arrangements (HRAs) 26% 25% 21% 22% 19% Point of service (POS) plan 26% 21% 22% 23% 19% Continued on next page Differences Between 2009 and 2013 Differences Between 2012 and Employee Benefits

17 Table A-2 Health Care and Welfare Benefits (by Year) (continued) Alternative/complementary medical coverage 16% 14% 15% 15% 17% Pharmacy management program 18% 15% 14% 18% 16% Elective procedures coverage 5% 7% 11% 8% 15% Gender reassignment surgery coverage 1% 2% 2% 5% 8% Exclusive provider organization (EPO) 8% 9% 5% 8% 7% Indemnity plan 7% 8% 8% 8% 7% Experimental/elective drug coverage 3% 3% 5% 6% 6% Mini-med health plan 1% 2% 5% Differences Between 2009 and 2013 Differences Between 2012 and 2013 Note: An arrow in the last two columns indicate a statistically significant change in the benefit over time. Blank cells in the last two columns indicate that no statistically significant differences were found. A dash ( ) indicates that this particular benefit was not asked about. Source: 2013 Employee Benefits: A Research Report by SHRM 2013 Employee Benefits 14

18 Preventive Health and Wellness Benefits Table B-1 Preventive Health and Wellness Benefits Offer the Benefit Plan to Begin Offering the Benefit Within the Next 12 Months Wellness resources and information 77% 3% Wellness programs 64% 2% On-site seasonal flu vaccinations 61% 2% Wellness publication A 59% 1% 24-hour nurse line B 55% 1% Health screening programs C 50% 3% CPR/first aid training 48% 3% Health and lifestyle coaching D 48% 1% Smoking cessation program 44% 6% Rewards or bonuses for completing certain health and wellness programs 43% 2% Health fairs 43% * Preventive programs specifically targeting employees with chronic health conditions 42% 2% Weight loss program 37% 2% Fitness center membership subsidy/reimbursement 36% 3% On-site fitness center 25% 2% On-site/off-site fitness classes E 21% 3% Health care premium discount for getting an annual health risk assessment 21% 1% Nutritional counseling 19% 3% Health care premium discount for not using tobacco products 19% 2% On-site blood pressure machine 18% 1% Health care premium discount for participating in a wellness program 17% 4% Standing desk F 13% 1% On-site stress reduction program 10% 3% Health care premium discount for participating in a weight loss program 9% 2% On-site massage therapy services 9% 2% On-site sick room 9% 0% Continued on next page Employee Benefits

19 Table B-1 Preventive Health and Wellness Benefits (continued) Offer the Benefit Plan to Begin Offering the Benefit Within the Next 12 Months On-site medical clinic 8% * Fitness equipment subsidy/reimbursement 6% 1% On-site nap room 6% 0% On-site vegetable gardens 3% * (n = ) * Less than 1% but greater than 0%. A For example, newsletter, column, etc. B Available to help employees make more informed health care decisions. C For example, glucose, cholesterol, etc. D Used to help employees change and better manage their health habits. E For example, yoga, aerobics, etc. F Provide or subsidize the cost of replacing a regular desk with a standing desk. Source: 2013 Employee Benefits: A Research Report by SHRM As the costs of health care continue to spiral upward, employees and employers are searching for ways to keep these costs under control and as manageable as possible. Preventive health and wellness benefits are designed to help maintain or change employees behavior in order to achieve better health and decrease the associated health risks. By preventing or lessening the incidence of health conditions, organizations hope to save on long-term health costs. Overall, 77% of organizations provided wellness resources and information, and 64% of organizations offered wellness programs. According to a Health Affairs report on U.S. workplace disease-prevention and wellness programs, for every dollar employers spent on wellness programs medical costs were reduced by $3.27 and absenteeism costs dropped $ Preventable and Chronic Conditions Obesity is a growing health concern in the United States. There are many health problems associated with excess weight and other types of preventable and chronic conditions. These conditions affect the health and well-being of employees and also have a significant economic impact on businesses. Organizations are attempting to combat these issues with health and lifestyle coaching (48%), weight loss programs (37%), subsidies or reimbursements for fitness center memberships (36%), on-site fitness centers (25%), fitness classes (21%), nutritional counseling (19%), and fitness equipment subsidy/reimbursement (6%). Other benefits that encourage a healthy lifestyle included smoking cessation programs (44%), standing desks (13%) and stress reduction programs (10%). Organizations offered additional benefits to help employees deal with preventable and chronic conditions, including on-site seasonal flu vaccinations (61%), health screening programs for conditions such as high glucose or high cholesterol (50%) and preventive programs specifically targeting employees with chronic health conditions (42%). Preventive Health and Wellness Incentives Forty-three percent of organizations offered rewards or bonuses for completing certain health and wellness activities. Some organizations offer health 2013 Employee Benefits 16

20 care discounts to employees for participating in health-related assessments or programs: 21% of organizations provided health care premium discounts for getting an annual health risk assessment, 19% provided a discount for not using tobacco products, 17% offered discounts for participating in a wellness program, and 9% provided health care premium discounts for participating in a weight loss program. Overall, 77% of organizations provided wellness resources and information, and 64% of organizations offered wellness programs. Preventive Health and Wellness Resources Preventive health and wellness resources help make employees aware of wellness issues while providing them with important tools to live a healthy lifestyle. Fiftynine percent of organizations offered a wellness publication, and 43% hosted health fairs. Other Preventive Health and Wellness Benefits Other types of preventive health and wellness benefits offered by organizations included a 24-hour nurse line (55%), CPR/first aid training (48%) and an on-site blood pressure machine (18%). In addition, 9% of organizations offered massage therapy services for employees at the office. Massage therapy can be a great health maintenance tool that aids in stress reduction. This benefit may be especially helpful for employees who work in a very stressful work environment. Less commonly offered benefits included on-site sick rooms (9%), medical clinics (8%), nap rooms (6%) and on-site vegetable gardens (3%). Preventive Health and Wellness Benefits Over Time Table B-2 shows the percentages of organizations that offered specific preventive health and wellness benefits from 2009 through The only benefit offered by more organizations in 2013 than in 2012 was preventive programs specifically targeting employees with chronic health conditions. The preventive health and wellness benefits offered by more organizations in 2013 than in 2009 included health and lifestyle coaching, rewards or bonuses for completing certain health and wellness programs, preventive programs specifically targeting employees with chronic health conditions, on-site fitness classes, health care premium discount for getting an annual health risk assessment, and health care premium discount for participating in a wellness program. Table B-2 Preventive Health and Wellness Benefits (by Year) Wellness resources and information 72% 75% 75% 77% 77% Wellness programs 59% 59% 60% 61% 64% On-site seasonal flu vaccinations 68% 64% 61% 61% Wellness publication 56% 61% 59% 24-hour nurse line 50% 56% 53% 54% 55% Health screening programs 38% 43% 42% 45% 50% CPR training/first aid 53% 55% 53% 51% 48% Health and lifestyle coaching 33% 33% 37% 45% 48% Smoking cessation program 39% 39% 36% 39% 44% Continued on next page Differences Between 2009 and 2013 Differences Between 2012 and Employee Benefits